Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
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7.1.8 Anonymous, unlinked surveillance or epidemiological <strong>HIV</strong> testingin the workplace may occur provided it is undertaken in accordancewith ethical and legal principles regarding such research. Where suchresearch is done, the information obtained may not be used to unfairlydiscriminate against individuals or groups <strong>of</strong> persons. Testing will notbe considered anonymous if there is a reasonable possibility that aperson’s <strong>HIV</strong> status can be deduced from the results.7.2. Confidentiality and Disclosure7.2.1. All persons with <strong>HIV</strong> or AIDS have the legal right to privacy. Anemployee is therefore not legally required to disclose his or her <strong>HIV</strong>status to their employer or to other employees.7.2.2. Where an employee chooses to voluntarily disclose his or her<strong>HIV</strong> status to the employer or to other employees, this information maynot be disclosed to others without the employee’s express writtenconsent. Where written consent is not possible, steps must be taken toconfirm that the employee wishes to disclose his or her status.7.2.3. Mechanisms should be created to encourage openness,acceptance and support for those employers and employees whovoluntarily disclose their <strong>HIV</strong> status within the workplace, including:(i) encouraging persons openly living with <strong>HIV</strong> or AIDS to conduct orparticipate in education, prevention and awareness programmes;(ii) encouraging the development <strong>of</strong> support groups for employeesliving with <strong>HIV</strong> or AIDS; and(iii) ensuring that persons who are open about their <strong>HIV</strong> or AIDS statusare not unfairly discriminated against or stigmatised.8. Promoting safe workplace1. IBS is obliged to provide and maintain, as far as is reasonablypracticable, a workplace that is safe and without risk to the health <strong>of</strong>itsemployees.2. The risk <strong>of</strong> <strong>HIV</strong> transmission in the workplace is minimal. Howeveroccupational accidents involving bodily fluids may occur, particularly inthe health care pr<strong>of</strong>essions. Every workplace should ensure that itcomplies with the provisions <strong>of</strong> the Occupational Health and SafetyAct, including the Regulations on Hazardous Biological Agents, andthe Mine Health and Safety Act, and that its policy deals with, amongstothers :i. the risk, if any, <strong>of</strong> occupational transmission within the particularworkplace;ii. appropriate training, awareness, education on the use <strong>of</strong> universalinfection control measures so as to identify, deal with and reduce therisk <strong>of</strong> <strong>HIV</strong> transmission in the workplace;iii. providing appropriate equipment and materials to protectemployees from the risk <strong>of</strong> exposure to <strong>HIV</strong>;iv. the steps that must be taken following an occupational accidentincluding the appropriate management <strong>of</strong> occupational exposure to <strong>HIV</strong>and other blood borne pathogens, including access to post-exposure